What does 2022 hold for your employees?

Less than one in five employees say that their employer supports their physical and mental health. And, many are left feeling burned out from workplace cultures that don’t support, sustain, or restore their own well-being. Without improving workplace well-being, you are at risk for higher turnover, lower productivity and an unhealthy, unresilient workforce. Now more than ever, you need to put your employees first with a holistic approach to well-being.

2022 well-being predictions

A panel from Virgin Pulse recently shared their thoughts on employee well-being predictions for the coming year. 

Prediction #1: “In 2022, organizations that provide better experiences for their employees will ultimately lower overall costs associated with turnover and productivity obstacles due to current challenges both inside and outside the workplace.” -Chris Michalak, CEO at Virgin Pulse 

A component of providing better experiences for employees is making employee well-being a priority. It is imperative to have a comprehensive set of well-being programs that address the needs of your workforce. These programs should meet employees where they are and provide the tools and resources that are necessary to maximize employee engagement and contribution. 

Prediction #2: “With social determinants of health  (SDOH) emerging as an increasingly critical factor to care, employers will prioritize and invest in strategies and technologies to screen, identify and support those employees most impacted by different SDOH factors with targeted interventions.” -Kate Schlag, RD, Head Registered Dietitian, Foodsmart VP+ Partner 

Social determinants of health impact people’s health, well-being, and quality of life differently. If you want your employees to get the most out of the benefits you are offering, you need to address their SDOH by providing them with individualized, personal support. 

Prediction #3: “More and more companies are beginning to see justice, equity, diversity and inclusion as foundational to the business and people strategy. As we become increasingly borderless, we must find ways to leverage our differences that benefit the collective, so everyone feels empowered to be their best selves.” -Marlette Jackson, PhD, Global Director of Justice, Equity, Diversity and Inclusion at Virgin Pulse

Employees who feel included are 28 percent more engaged at work, have 19 percent greater well-being, and typically intend to stay with their company 3x longer. When employees have a feeling of belonging and sense of purpose in their work, it sustains their engagement. 

Prediction #4: “The ‘Great Resignation’ is sending shockwaves through the workforces of almost every corporation. Employees’ financial stress has increased since the start of the pandemic, and the shedding of jobs in the healthcare, childcare, and service industries has only complicated their personal and financial lives.” -Sam Evans, VP Business Development, Enrich VP+ partner 

It has never been easier to quit. Make it easier to stay. You can help stabilize your employees by:

• Becoming more agile and adaptive to change by listening to your employees. Take action on feedback, or it could erode the employee experience. 
• Connecting with your employees wherever they are. Organizations that make public diversity, equity, inclusion, and belonging (DEIB) a priority will be a key differentiator in employee experience. Eighty-three percent of employees that have DEIB progress say they feel a sense of belonging at their organization. 
• Embracing the hybrid workplace and making sure your benefits are ready for a hybrid environment. According to Qualtrics – 2022 Employee Experience Trends Report, employees are going to be demanding better physical and digital workspaces in the coming year. In fact, employees that are happy with their company technology are more engaged at work. There seems to be a gap between what organizations think they’re delivering and what employees actually want when it comes to hybrid work enablement. For example, 93 percent of employees feel their physical workspace allows them to be more productive. The employee experience is connected to the digital experience.

See all the predictions from the Virgin Pulse panel here.

WorkLife Partnership’s impact on employee well-being

With WorkLife, employers can improve their employees’ mental, emotional, and financial well-being.

• 81 percent of employees surveyed feel less stressed
• 84 percent of surveyed employees feel more confident
• 67 percent of employees decreased financial worries

Our Resource Navigators can support your employees with things like:

• Finding affordable childcare 
• Self-care
• Work-life balance
• Searching for a therapist
• And so much more!

Additionally, WorkLife Partnership is here to help you address employee well-being issues by:

• Connecting your employees to the resources they need in life so they can be more engaged and productive at work 
• Providing human-centric support, tailored to the individual needs of your workforce to address any SDOH
• Creating improved economic opportunity and equity for your employees
• Cultivating resources that are the best fit for your employees to help manage stress and improve overall well-being
• Providing the right benefits and programs that promote your employees’ financial well-being.

If you’d like to learn more about how WorkLife can support you in helping your employees, don’t hesitate to contact us.